Motivation Case Study
Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only.
Leadership Development Program
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Two hygiene factors, that are provided, are listed within the case study; if these are the only hygiene factors provided, Western Health System has failed at identifying and providing other job related factors that have the potential to cause dissatisfaction and de-motivation of employees. By implementing Exploration and A-Club, the motivator factors; achievement, advancement, and responsibility, which increase employee satisfaction, were developed. Achievement and recognition would be the motivation to be identified as a high-potential manager and be invited to the A-Club. Responsibility was increased by including the high-potential managers in making important decisions.
People tend to be motivated by the expected outcome ("Motivation in," 2010). The ability for A-Club members to submit personal development ideas to leadership could have a profound impact those members’ performance and satisfaction. Increased levels of performance and effort would be seen by those high-potential managers working towards the expected outcome that their ideas would be funded by leadership. The expectance theory could also be demonstrated by leadership’s decision not to fund development ideas. The level of motivation is influenced by past experiences with the attainment of the expected outcome (Ramlall, 2004).
The equity theory is demonstrated within the Exploration program and the A-Club. Motivation and productivity are effected when employees believe their outcome is not just or fair when compared to the amount of work they have done in relation to others ("Motivation in," 2010). When members of the Exploration program; that were not invited to the A-Club, compares themselves to members that were identified as high-potential managers and were invited to the A-Club, their motivation and job performance will most likely decrease. This could also be demonstrated when A-Club members perceive the decision by leadership not to fund their individual development ideas was unfair when they compare the amount of work they did to the amount of work others who had their ideas funded did.
Motivational models are developed around the desired amounts of success in different workplaces around the world (Ray, n.d.). A proper motivation model that offers incentives can increase employee motivation, production, and morale; the employee also feels valued and appreciated (Ray, n.d.). The only motivation model that Western Health System may be trying to demonstrate is a goal-oriented motivational model. The goal of all Exploration members should be that they are identified as high-potential managers and are invited to the A-Club. The organizational reward would be the increase in employee motivation to work and the desire to continue employment with Western Health System.
Tactics are different methods used to inspire and energize employees to perform their job (McQuerrey, n.d.). Western Health...